OVERVIEW
Unilever is a global player in the fast-moving consumer goods (FMCG) sector, with nearly a third of the world’s population using its products every day. The company has more than 169,000 employees working around the world, and its leaders estimate that within three years, as many as 60 percent of those employees will be Millennials. Critical to Unilever’s ongoing success will be its ability to attract these recent college graduates.
For its signature Future Leaders Programme, the company wanted its recruitment efforts to get ahead of the curve. The existing process was rooted in paper-based applications, phone interviews with recruiters, and manual assessment tests. It took four to six months to sift through 250,000 applications and ultimately hire 800 individuals. The company sought to radically transform this process using online gamification, digitally recorded interviews, and science-based assessment tests and data analysis.
In this case study, we:
• Explain the chal

WHY SO MANY
COMPANIES ARE
RETHINKING
ASSESSMENTS
If you’re a member of the Talent Acquisition
team, there’s a good chance you use a
pre-employment assessment
at some point in your hiring process.
According to the Talent Board, 75% of
employers are using some sort of
pre-hire assessment. And the Aberdeen Group
notes that of its “Best in Class” organizations,
91% use assessments to screen candidates
THIS EFFECTIVE
SCREENING TOOL
HAS UNINTENDED
CONSEQUENCES
In this eBook, we’ll look at the science
behind traditional assessments and why despite
sound science, they don’t work for candidates
today- and how they can be transformed with
video and artificial intelligence.

Recruiting and selecting talented people has become a top
HR priority. To support this priority, many organizations are
leveraging assessment tools and processes to find, hire, and
select the best candidates.
To better understand both the use and value of modern
assessments, HR.com and its partner, HireVue, launched The
State of Assessments survey. The investigation covered the
following topics:
• The biggest challenges to hiring the best talent
• Primary benefits and uses of assessments
• Features that HR professionals want most from
assessment tools
• Most commonly used components of assessments
• Time-to-completion and completion rates associated
with assessments
• The role of video interviewing in the assessment process
• Future investments in pre-hiring assessments
• And, finally, the ways that high-performing organizations tend to differ from other
organizations in terms of how they use these tools

Recruiting leaders know that if their companies aren’t sourcing and hiring for diversity they are missing valuable talent and experience. This is one of the reasons diversity has been a focus area for improvement in recent years.
Many organizations start with training. While diversity training is important for creating awareness, it doesn’t a¬ffect human behavior. A 2017 meta-analysis of studies investigating bias training confirmed this. Formal training can reduce unconscious bias, but it does not change behavior.13
This has put talent leaders in a di cult position. The way to make real progress on diversity hiring initiatives is by using systematic processes that apply data-driven decision making. With structured interviews and AI, you can overcome unconscious bias and make hiring more equitable for all candidates.

Whether you've had an employee referral program for years, are only in the initial stages of building one, or have never had one at all, this e-book is full of tips and advice on making your program the best it can be.

Every helpdesk agent at every customer support team, anywhere in the world, dreams about Inbox Zero. However as most businesses grows from just a handful of support queries to hundreds of customers chocking the support hotline, they make the mistake of going on a hiring binge to reach that elusive promised land.
The only problem? Hiring more support staff may not be the best way to scale up your customer support. This whitepaper talks about how you can scale your customer support without blindly scaling the team, with tips, ideas and insights like:
- How to puncture the customer support hot-air balloon
- Proactively identifying red flags and overloads
- Top 4 things to know before you hire
- Monitoring, understanding and reporting support trends
- Tips to streamline your support process

As professionals in a world that is now driven by self-improvement, we’ve become very skilled at setting goals. There is a plethora of mobile apps that exist solely to help us track goals and keep ourselves accountable. Goals are what keep us engaged, looking ahead and striving to be better. That’s the same reason organizations spend hours, weeks, months and years planning and trying to execute them. But what good is all that motivation, strategy and planning if organizations can’t execute those goals properly? Well, none really.

Quality of Hire (QoH) has long been one of the major dividing lines between sourcing, recruiting and HR. After all, retention and talent management have more to do with the quality of a worker than anything else...right? Well, that’s what the recruiters might have you believe. In fact, quality of HIRE is right there in the name.

Citi, a financial services leader, implemented Codility to help them more efficiently screen and assess programming candidates. Prior to Codilty, Citi utilized internal managers and programmers to conduct initial candidate assessments. They wanted this process to be more efficient.

When you’re hiring, you need your screening process to provide reliable insights—and spotlight the best candidates in your pipeline—so you can make informed recruiting decisions. Ideally, you’re able to gather this crucial information quickly and efficiently, at scale, while simultaneously creating a great candidate experience.

When Fandom initially implemented Codility, the engineering staff half-heartedly attended trainings and didn’t fully buy in to using the platform. The recruiting team, early in its inception, hadn’t built rapport with hiring managers yet either.

Business will be dominated by the fastest innovators. Hiring the right people will not be enough; getting them to think about the right things in the right context will be paramount, and video is becoming the primary knowledge transfer mechanism.

The first step begins with envisioning your perfect employee. By the end of Part One you’ll know what role they’ll play in your business, as well as the skills and attributes that qualify them for the job.

Increasing revenue while managing costs is a constant challenge for sales executives. Hiring more salespeople is often not an option. This free sales resource kit investigates some of the challenges facing today’s sales teams and ways in which sales can be optimised by using Oracle Sales Cloud to improve sales planning, coaching, prospecting and productivity.
Download this free online resource tool to access videos, demos and whitepapers to see how you can sell smarter today.

Increasing revenue while managing costs is a constant challenge for sales executives. Hiring more salespeople is often not an option. This free sales resource kit investigates some of the challenges facing today’s sales teams and ways in which sales can be optimised by using Oracle Sales Cloud to improve sales planning, coaching, prospecting and productivity.
Download this free online resource tool to access videos, demos and whitepapers to see how you can sell smarter today.